Organization Analysis, Part 1 Essay Example | Topics and Well Written Essays - 750 words

Organization Analysis, Part 1 - Essay Example blue staff turnover costs the partnership in terms of tangible and intangible resources. On the 1 hand, the company loses on the knowledge of the departing staff whereas on the other hand, it is forced to use more resources, which could hold in been put to better use elsewhere, on constant recruitment and job training for new staff. some other major HR quarrel that the company faces is the effect of different cultures arising out of its global expansion. Wal-Mart cannot impose a standard HR practice in all countries because of their different cultural dimensions (Hofstede, 2001). Nevertheless(prenominal), Michael Duke, the President and CEO of Wal-Mart identifies evolution staff as one of the five key strategies central to the companys future (Wal-Mart, 2012). subsequently all in retail it is the store and club associates that take care of customers and members which determines whether customer become fast(a) or not. On the legal f ront, Wal-Marts HR management has two chief areas of lodge in, ensuring equal habit opportunities and improving their labor relations. Under the equal employment opportunity challenge, the important activity is to prevent the apt(predicate) occurrence of discrimination practices among its staff. This aspiration should ideally reflect the spirit of the law as envisioned by the Civil Rights Act of 1991 by reinforcing illegality of making hiring, firing or promotion decisions on the basis of sex, ethnicity, line of achievement or religion (DeCenzo & Robbins, 2005). This act also includes the Glass Ceiling Act. Wal-Mart has been addressing the equal employment opportunity concern by embedding diversity and inclusion into its culture. This has been done partly through its Diversity Goals Program where managers are held accountable for elevating the standards of diversity and inclusion throughout the company, with up to 15 percent of management bonuses and ten percent of procedure ev aluation scores tied to their diversity goals achievement (Wal-Mart, 2011). This program has seen the numbers of minorities rise from 21.3% in 2005 to 36% in 2011 and that for females rise from 38.8% in 2005 to 57% in 2011. Of the two HR challenges, Wal-Marts greater challenge has been its labor relations. Wal-Mart is Americas largest private employer and it has used its muscle to quash all attempts by its workers to melodic phrase or be part of labor unions. The companys low cost strategy relies on minimizing issue costs and labor costs are often the major expense in production for low-end retail (Woodman, 2012). Without a union, Wal-Mart employees have had less bargaining power and this could be one of the reasons why the company has a rapid turnover. Nevertheless, the continued growth of the group Organization United for Respect at Wal-Mart (OUR Walmart) demonstrates less likelihood of the companys staff relenting on this issue. For this reason we envisage this power struggle o n whether to unionize or not continuing into the future unless either party relents. We however believe that it would be more productive for Wal-Mart to address the concerns of its workers if it seeks to remain competitive in the coming years. A possible consequence is to meet workers demands half-way by giving them some of the demands they are requesting such as respect, affordable health care, fixed and fair scheduling, and improved wages. Wal-Mart